Micromanagement is a management style that, although often unnoticed, can have a very harmful impact on team performance and employee motivation. Micromanagement often undermines employees' autonomy and stifles their creativity. In this article, we will introduce the seven most common types of micromanagers that are best to avoid in the workplace and share tips on how to avoid working with them.

1. The Controlling Micromanager

The controlling micromanager constantly monitors every step of the employee. They cannot tolerate others making decisions and tend to check everything in detail, even the smallest aspects. This type of micromanagement often leads to a decrease in salary, as employees do not feel ownership of their tasks and are not motivated to work independently.

A study shows that constant monitoring causes stress, which leads to decreased performance (Harvard Business Review, 2020).

How to defend yourself?: Try to have an open conversation with your boss about why trust and autonomy are important in the workplace. Request the opportunity to work independently on your tasks.

2. The Firefighter Micromanager

This micromanager only intervenes when a problem arises and immediately tries to solve it. While this may seem helpful at first, in the long run, it doesn't give employees the chance to learn how to handle problems on their own, and this type of micromanagement often results in a reduced work experience for employees.

How to defend yourself?: Explain that participating in solving problems will help the team grow, but constant intervention prevents development and learning.

3. The Energy Draining Micromanager

This type of micromanager constantly wants to know the opinions of employees, and if they don’t get them, they become frustrated. They control not only the work but also the entire team, often making every decision themselves. This type of micromanagement stifles creativity and independent thinking.

How to defend yourself?: The constant pressure to exchange opinions can be frustrating. Stand up for your ideas and try to prove that independent work is more effective.

4. The Perfectionist Micromanager

The perfectionist micromanager pays attention to every tiny detail and doesn't accept anything that isn't done exactly as they envision it. This type of micromanagement often results in employees feeling overwhelmed, as they don't feel they are capable of solving problems on their own.

How to defend yourself?: Try to communicate clearly with your boss about how, although you appreciate high standards, constant intervention doesn't help the work, and there is a need for decision-making autonomy.

5. The Empathy-Lacking Micromanager

This type of micromanager does not pay attention to employees' needs, does not appreciate personal development, and does not get to know you as an individual. They focus more on quick results rather than long-term success, not giving employees the opportunity to grow in their CV.

How to defend yourself?: Have clear discussions about your career development plans and how you can achieve your long-term goals.

6. The “I Do Everything” Micromanager

This type of micromanager tends to take on every task because they feel they are the only one capable of completing it correctly. This kind of micromanagement lowers the team's performance because it doesn’t give others the chance to show their abilities and grow.

How to defend yourself?: The best solution is to take responsibility and prove that you are capable of working independently.

7. The Emotional Micromanager

This type of micromanager tends to involve their emotions in workplace decisions, causing confusion and instability within the team. Employees never know what to expect from them, and this often leads to a salary decrease as people do not feel safe in their work environment.

How to defend yourself?: Try to communicate calmly and professionally with your boss and show how calm decision-making can help the team's development.

Conclusion

Micromanagement can be very harmful in the workplace because it stifles creativity and personal development. Employees’ motivation and productivity can decrease when they are not given sufficient space in their work. CVs, salaries, and work quality can all be strongly affected by inappropriate management types.

It’s important to recognize the types of micromanagement and consciously avoid them. We can only truly succeed when we work in a workplace culture where people can work independently, grow, and create real value.